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All policies of the Board are binding on employees of the District. . .

Employees who fail to comply with Board policies may be subject to disciplinary action.

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Supervisors shall :Endeavor to establish an atmosphere of cooperation and professional courtesy.Direct employees under their supervision in keeping with Board policies, administrative procedures and other legal requirements.Assist employees in solving problems that arise in the workplace in a timely and supportive manner. Monitor employee performance to document training needs and share this information with the Superintendent/designee.

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Any employee who participates in or encourages activities that disrupt the educational process, whether on school property or at school-sponsored events and activities, may be subject to disciplinary action . . . including conduct that:Threatens the health, safety, or welfare of others;May damage public or private property, including the property of students or staff;Is an illegal activity;Interferes with a student's access to educational opportunities or programs, including ability to attend, participate in, and benefit from instructional and extracurricular activities; orDisrupts delivery of instructional services or interferes with the orderly administration of the school / school-related activities /operations.

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All employees are expected to use sound judgment in the performance of their duties and to take reasonable measures to protect the health, safety, and well-being of others, as well as District property.

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Development of SystemThe Superintendent shall recommend for approval of the Board and the Kentucky Department of Education an evaluation system, developed by an evaluation committee, for all certified employees below the level of District Superintendent, which is in compliance with applicable statute and regulation.(KRS 156.557, 704 KAR 3:345)

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PurposesThe purposes of the evaluation system shall be to:•improve instruction,•provide a measure of performance accountability to citizens,•foster professional growth, and•support individual personnel decisions.

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Only 1-2 classes per year (minor % of performance)Classroom responsibilities onlyInsufficient emphasis on formative evaluation and resulting assistance provided Subject to evaluator biasFocus on process versus outcomesInspector model

Source: James H. Stronge, 2011

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October, 2011 Defining Multiple Measures Content Validity Process Selection Criteria for Teachers in the Field Test MET Tools

November, 2011 Content Validity results reported to steering

committees Volunteer district training Tool developed and framework alignment to

support defined multiple measures Teacher & Leader Effectiveness components

recommended by steering committees Inter-rater Reliability training (MET videos & tools)

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December, 2011 Inter-rater reliability training continuedField test training developed

January, 2012Field test training implementedFinal preparation for field test

February – April, 2012Field testing with volunteer districtsField test process evaluation

May, 2012Field test evaluation report Identify needs for Fall 2012 pilot

implementation June/July, 2012

Correlation studies with multiple measures

June KBE Meeting

Approve regulation for

evaluation system

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Which teacher Which teacher a a student happens to get student happens to get within a school within a school matters matters more more than which school than which school the student happens to the student happens to

attend.attend.

Source: Nye, Konstantopoulos, & Hedges, 2004

Change how teachers and principals are evaluated.Change how they are supported to:Continuously improve their professional practice;Enhance their effectiveness; andDrive increasingly high levels of student achievement.

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Implications?

Re-examine the purpose and focus of the formative phase.

During the post-formative conference, evaluator should work with employee to clarify expectations:What is to occur during the year –

including planning and systematic collection of data.

What the supervisor will look for during the subsequent observations.

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DOMAIN STANDARD PERFORMANCE LEVELS

KY TEACHER STANDARDS/

ISLLC (PRINCIPAL)

EVIDENCE &ARTIFACTS

DESCRIPTORS

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Multiple-measures of teacher/ principal evaluation, including student growth, will be part of the future of K-12 education.

Implications?26

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Videos Lesson/Unit PlansStudent Work ProductsLearning Logs

Video/Audio Tapes Office Referral DataStudent FeedbackAttendance DataParent Communication

Mentoring/Coaching PD Logs SBDM Committee

Work PD Presentations

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“We’ve never had a meaningful evaluation system that identifies the dimensions of great teachers so we can transfer the skills to others.”Key predictors of how much kids will learn:Does the teacher use class time well?When students are confused, does the teacher help get them straightened out?

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